Capital Health is the region's leader in providing progressive, quality patient care with significant investments in our exceptional physicians, nurses and staff, as well as advance technology. Capital Health is a five-time Magnet-Recognized health system for nursing excellence and is comprised of 2 hospitals. Capital Health Medical Group is made up of more than 250 physicians and other providers who offer primary and specialty care, as well as hospital-based services, to patients throughout the region.
Capital Health recognizes that attracting the best talent is key to our strategy and success as an organization. As a result, we aim for flexibility in structuring competitive compensation offers to ensure we can attract the best candidates.
The listed minimum pay reflects compensation for a full-time equivalent (1.0 FTE) position. Actual compensation may differ depending on assigned hours and position status (e.g., part-time).
Minimum Pay:
Position Overview
Partners with and works in a highly collaborative manner with hiring managers to understand the managers' objectives and staffing needs in order to attract, source, and recruit top talent, both internally and externally to ensure a diverse workforce now and for the future. Handles the full life cycle of the recruitment process and works closely with hiring managers in creating skilled and diverse candidate pools. Acts as Capital Health's (CH) representative at diversity job fairs, social media, and external networking events, marketing CH as an employer of choice to job seekers.
MINIMUM REQUIREMENTS
Education:Bachelor's degree in Human Resources, business, or related field preferred.
Experience:Two years full life cycle recruiting experience preferred. Agency experience and experience recruiting for healthcare positions is preferred.
Other Credentials:
Knowledge and Skills:Strong problem solving skills; change management experience is also highly desirable.
Special Training:Technical proficiency in MS Office, HRIS and ATS systems. Knowledge and experience with assessing talent for technical and culture fit. Must be a collaborative team player who excels in a fast paced environment. Possesses a positive, professional demeanor. Self-starter with the ability to prioritize.
Mental, Behavioral and Emotional Abilities:Ability to manage internal client relationships and expectations; consulting, negotiating and selling skills in order to act as a strategic advisor. Ability to support strategic projects and initiatives focused on continuous improvement in addition to managing a full requisition load is required
Usual Work Day:8 Hours
Reporting Relationships
Does this position formally supervise employees? No
If set to YES, then this position has the authority (delegated) to hire, terminate, discipline, promote or effectively recommend such to manager.
ESSENTIAL FUNCTIONS
- Leads full life cycle recruiting efforts for assigned departments, including sourcing and talent attraction efforts.
- Develops, builds and maintains candidate relationships through ongoing communications, promoting interest in positions and the organization, to yield qualified candidates and pools for assigned positions and minimal turnaround times to fill vacancies.
- Recruits diverse candidates using a variety of sources including job boards, referrals, social media, networking, resume databases, external agencies, for current and future positions.
- Partners closely with hiring managers and business leaders on recruiting best practices, interviewing techniques, candidate selection, compensation considerations, employee onboarding, etc. Partners with HR Business Partner, Hiring Manager and HR Coordinator to schedule and orchestrate candidate interviews, offers and pre-hire contingencies.
- Participates in projects focused on streamlining TA processes and enabling deployment of best practices.
- Advises hiring managers on both external and internal candidates.
- Creates an engaging candidate experience through consistent, timely and professional communication throughout the recruitment process to include next steps, disposition, and selection as appropriate.
- Drafts, extends, negotiates, and closes offers; advising Compensation, HRBP’s and Hiring Leaders of candidate market data and candidate expectations.
- Manages and maintains compliant and accurate records in Applicant Tracking System (iCIMS).
PHYSICAL DEMANDS AND WORK ENVIRONMENT
Frequent physical demands include: Sitting , Standing , Walking
Occasional physical demands include: Climbing (e.g., stairs or ladders) , Carry objects , Push/Pull , Twisting , Bending , Reaching forward , Reaching overhead , Squat/kneel/crawl , Wrist position deviation , Pinching/fine motor activities
Continuous physical demands include: Keyboard use/repetitive motion , Talk or Hear
Lifting Floor to Waist 20 lbs. Lifting Waist Level and Above 10 lbs.
Sensory Requirements include: Accurate Near Vision, Accurate Far Vision, Moderate Depth Perception, Accurate Hearing
Anticipated Occupational Exposure Risks Include the following: N/A
Offers are contingent upon successful completion of our onboarding process and pre-employment physical. Capital Health will require all applicants to have an annual flu vaccine prior to start date, with the exception of individuals with medical and religious exemptions.
"Company will never ask candidates for social security numbers or date of birth during application phase. If you are asked for this information online, you may be a target for identity theft."
For benefit eligible roles, in addition to cash compensation, we provide a comprehensive and highly competitive benefits package, with a variety of physical health, retirement and savings, caregiving, emotional wellbeing, transportation, robust PTO plan, overtime to eligible roles, and other benefits, including "elective" benefits employees may select to best fit the needs and personal situations of our diverse workforce.
The pay rate listed is a good faith determination of potential base compensation that may be offered to a successful applicant for this position at the time of this job advertisement and may be modified in the future. When determining base salary and/or rate, several factors may be considered including, but not limited to location, years of relevant experience, education, credentials, negotiated contracts, budget, market data, and internal equity. Bonus and/or incentive eligibility are determined by role and level.
The salary applies specifically to the position being advertised and does not include potential bonuses, incentive compensation, differential pay or other forms of compensation, compensation allowance, or benefits health or welfare. Actual total compensation may vary based on factors such as experience, skills, qualifications, and other relevant criteria.
